To tackle the karoshi (“death by overwork”) problem, Japan enacted the Workstyle Reform Act in June 2018. The Act requires employers to implement specific measures to limit employees’ working hours and create a healthier and more flexible work environment. The Ministry of Health, Labour and Welfare has set different compliance deadlines ranging from April 1, 2019 to April 1, 2023 for different requirements of the Act. This staggered schedule gives employers sufficient time to amend their work rules and put compliance mechanisms in place. The compliance deadlines also depend on the size of the employer as defined below.
UK employers entering into non-disclosure agreements (NDAs) as part of their sexual harassment or discrimination settlements will begin to find the scope of their NDAs significantly limited. This article focuses on the latest development in the UK, but an increasing number of other jurisdictions are also beginning to adopt similar requirements.
Singapore is sitting on a demographic time bomb. According to UN projections, nearly half (47%) of the country’s population will be 65 years or older by 2050 and the median age is expected to grow from 40 years old in 2015 to 52.8 years old by 2050. Singapore’s aging workforce, coupled with the ultra-low birth rate of 1.2 child per woman, means that an increasing number of employers now need to keep their senior employees around for longer. To combat this “profound” problem, as described by the country’s Prime Minister Lee Hsien Loong, the government enacted the Retirement and Re-employment Act (“RRA”) in 2012 and revised it in 2017 to expand the covered group.